39 02 / 23 PERSONALquarterly SUMMARY Research question: Algorithm-based systems shape workplaces with consequences for work-related variables. How to implement systems to promote human-centered work has received little attention. Methodology: In a laboratory study, 122 participants performed a series of personnel selection tasks either without support or with one of two different types of algorithm-based support. Practical implications: Algorithm-based systems change the perception of work tasks and of one‘s abilities in the task. A work design perspective can help to design human-centered algorithmsupported workplaces. JUN. PROF. DR. MARKUS LANGER Professur für Digitalisierung in psychologischen Handlungsfeldern Philipps-Universität Marburg E-Mail: markus.langer@uni-marburg.de LITERATURVERZEICHNIS Booth, B. M./Hickman, L./Subburaj, S. K./Tay, L./Woo, S. E./D’Mello, S. K. (2021): Bias and fairness in multimodal machine learning: A case study of automated video interviews, Proceedings of the 2021 International Conference on Multimodal Interaction, 268–277. Hackman, J. R./Oldham, G. R. (1976): Motivation through the design of work: Test of a theory, Organizational Behavior and Human Performance, 16, 2, 250–279. Hickman, L./Bosch, N./Ng, V./Saef, R./Tay, L./Woo, S. E. (2021): Automated video interview personality assessments: Reliability, validity, and generalizability investigations, Journal of Applied Psychology, Advance Online Publication. Humphrey, S. E./Nahrgang, J. D./Morgeson, F. P. (2007): Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature, Journal of Applied Psychology, 92, 5, 1332–1356. Landers, R. N./Behrend, T. S. (2022): Auditing the AI auditors: A framework for evaluating fairness and bias in high stakes AI predictive models, American Psychologist, Advance Online Publication. Langer, M./König, C. J./Busch, V. (2021): Changing the means of managerial work: Effects of automated decision-support systems on personnel selection tasks, Journal of Business and Psychology, 36, 5, 751–769. Luo, X./Qin, M. S./Fang, Z./Qu, Z. (2021): Artificial Intelligence coaches for sales agents: Caveats and solutions, Journal of Marketing, 85, 2, 14–32. Morgeson, F. P./Garzsa, A. S./Campion, M. A. (2012): Work design, In E. B. Weiner, N. W. Schmitt, & S. Highhouse (Hrsg.), Handbook of psychology, 525–559, Wiley. Parasuraman, R./Sheridan, T. B./Wickens, C. D. (2000): A model for types and levels of human interaction with automation, IEEE Transactions on Systems, Man, and Cybernetics - Part A: Systems and Humans, 30, 3, 286–297. Parent-Rocheleau, X./Parker, S. K. (2022): Algorithms as work designers: How algorithmic management influences the design of jobs, Human Resource Management Review, 32, 3, 100838. Parker, S. K./Grote, G. (2022): Automation, algorithms, and beyond: Why work design matters more than ever in a digital world, Applied Psychology, 71, 1171-1204. Rudolph, C. W./Katz, I. M./Lavigne, K. N./Zacher, H. (2017): Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes, Journal of Vocational Behavior, 102, 112–138. Strich, F./Mayer, A.-S./Fiedler, M. (2021): What do I do in a world of artificial intelligence? Investigating the impact of substitutive decision-making AI systems on employees’ professional role identity, Journal of the Association for Information Systems, 22, 2, 304–324. Wang, B./Liu, Y./Parker, S. K. (2020): How does the use of information communication technology affect individuals? A work design perspective, Academy of Management Annals, 14, 2, 695–725.
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